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Workday Workday-Pro-Recruiting Exam Syllabus Topics:

Section	Weight	Objectives
Interviews and Sourcing	15%	- Skills Cloud and Sourcing 1. Search & Match and Match Score 2. Recommended Candidates - Interview Management 1. Feedback Collection and Workflow 2. Interview Team Setup
Security, Reporting, and Compliance	10%	- Recruiting Role-Based Security - Compliance Requirements - Recruiting Analytics and Reports 1. Funnel, Time to Fill, Source of Hire
Job Requisitions	20%	- Create and Configure Job Requisition Business Process 1. Hiring Team and Recruiting Instructions 2. Confidential and Evergreen Requisitions 3. Defaults from Position and Job Profile
Candidate and Application Management	20%	- Job Application Business Process 1. Prospect, Candidate, and Pre-Hire Data Model 2. Move Candidate and Change Stages 3. Withdraw, Decline, and Rescind Actions
Offers and Hiring Processes	20%	- Offer Business Process 1. Edit, Rescind, and Extend Offers 2. Offer Letter Generation (BIRT / Cloud Connect) 3. Background Check Integrations
Career Sites and Candidate Pools	15%	- Internal and External Career Sites 1. Career Site Pools 2. Static and Dynamic Candidate Pools 3. Job Postings and Board Integrations

Workday Pro Recruiting Certification Sample Questions:

Question 1

A hiring manager notices that when a candidate enters the Offer stage, Workday does not consistently generate an offer letter.
What is the most likely explanation for this inconsistency?

A. A condition rule on the Offer Decision step within the subprocess is not consistently met.
B. A condition rule on the Generate Document step within the subprocess is not consistently met.
C. The Offer subprocess does not include a Review Document step.
D. The Offer subprocess does not include the Request One-Time Payment Offer/Employment Agreement step.

Question 2

On your external career site, the recruiters want a job posting that they can fill with either an employee or contingent worker.
How do you configure this?

A. Create one evergreen requisition using both worker types. Select the appropriate type when you move the candidate from the evergreen requisition directly to the Ready for Hire stage.
B. Configure the Job Application business process to allow the recruiter to assign the worker type to the requisition when you move the candidate to the Offer stage.
C. Create one job requisition using both worker types. Select the appropriate type when you move the candidate to the Ready for Hire stage.
D. Create one evergreen requisition and link both an employee job requisition and a contingent worker job requisition to it. Move successful candidates to the appropriate job requisition as needed.

Question 3

Refer to the following scenario to answer the question below.
You need to update the Offer business process to accommodate new requirements from the recruiting team.
They would like candidates who accept the offer document to automatically move into the Ready for Hire stage. They also want to be able to complete both the Initiation and Propose Compensation Offer/Employment Agreement processes simultaneously.
What task allows initiating and entering the compensation, one-time payments, and stock all at the same time?

A. Configure Consolidated Template
B. Maintain Step Conditions
C. Edit Business Process Security Policy
D. Configure Optional Fields

Question 4

What is the definition of an active candidate?

A. An active candidate was referred to a requisition.
B. An active candidate has introduced themselves.
C. An active candidate has applied to a requisition.
D. An active candidate received an invitation to apply to a requisition.

Question 5

Your company needs to solicit personal information from candidates after they speak with a recruiter during an informal interview.
What business process definition do you configure to meet this requirement?

A. Job Application
B. Personal Information Change
C. Job Requisition
D. Screen

Solutions:

Question 1
Answer: B

Question 2
Answer: D

Question 3
Answer: A

Question 4
Answer: C

Question 5
Answer: D